From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.
What if you get a hiring decision wrong, choosing someone from one protected category over another slightly better-qualified minority applicant? Fortunately, that misstep won’t open the door for hordes of minority applicants to sue. Only the slightly better-qualified applicant will have a claim.
Nearly one in five white-collar employees polled (19%) admit they have opened a suspicious email at work—and then failed to notify IT that they may have compromised computer security systems.
Over the course of a 35-year career, an employee of a small company will pay $100,000 more in 401(k) administration fees than someone who works for a large firm.
Make sure you evenly apply your leave policies to all employees.
While supervisors may use the term “overqualified” when discussing potential job candidates, be aware that it’s a legally explosive term. Rejected applicants could view “overqualified” as an age-related code word.
Despite the FMLA’s protections, supervisors are free to insist on consistent attendance. They can require employees to meet job goals as long as they don’t interfere with their FMLA rights and don’t treat them differently than employees who haven’t exercised their FMLA rights. Simply put, regular attendance is a reasonable work expectation.
As employees of EmblemHealth get healthy, they get a little bit richer, too. Last year, the health insurance company handed out cash rewards ranging from $375 to $750 for activities like taking online classes, participating in fitness challenges and working with wellness coaches.
Q. A young employee comes to work often with visible bruises. Last week she had a black eye. She always has a ready excuse. Her husband calls her frequently, sometimes 10 times a day. Several staff have come to me voicing concern that she may be getting abused. Her accuracy level is decreasing and she’s starting to miss work more often. Can I legally approach her and offer resources for battered women?
You can reasonably expect employees to cooperate with internal investigations so you can get all the facts and make well-informed decisions. You can and should discipline workers who won’t assist.
Sooner or later, one of your employees is going to “power up” an e-cigarette in your workplace. These trendy, battery-powered devices give the user a sense of smoking by inhaling a nicotine mist. So, is this truly considered “smoking” and can you set a company policy?